|
|
Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

District of Columbia Maternity and Pregnancy: What you need to know

The District of Columbia Human Rights Act prohibits employment practices that discriminate on the basis of sex, including pregnancy, childbirth, and related medical conditions. The Act applies to all employers, regardless of size (DC Code Sec. 2-1401.05).
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
The Protecting Pregnant Workers Fairness Act of 2014 (the Act) applies to all employers in the District of Columbia, regardless of size, and requires that employers engage in a good-faith, timely interactive process with any employee requesting or "otherwise needing" a reasonable accommodation based on a pregnancy- or childbirth-related condition unless doing so would create an undue hardship on the employer. Employers are prohibited from requiring an employee to accept an unnecessary accommodation or to take leave if a reasonable accommodation can be provided instead.
Some examples of reasonable accommodations include more frequent or longer breaks, time off to recover from childbirth, acquisition or modification of equipment or seating, temporary transfer to a less strenuous or hazardous position or other job restructuring, such as providing a light-duty or modified work schedule. Reasonable accommodations may also include having the employee refrain from heavy lifting, relocating the employee's work area, or providing private, nonbathroom space for expressing breast milk.
Certification. The employer may require an employee to provide a certification from the employee's healthcare provider concerning the medical advisability of a reasonable accommodation to the same extent a certification is required for other temporary disabilities. Certification must include the date the reasonable accommodation became or will become medically ...

>> Read more about Maternity and Pregnancy

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

District of Columbia Maternity and Pregnancy Resources

Maternity and Pregnancy Products

Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!


This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


Download Now!